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Why Can't the Union Stop Them?
Things are kind of ugly at UPS right now. The average paid day in our center is almost 10.5 hours. That's the average. Half the drivers are over that, the only ones under are the ones with 9.5 grievances. At first management said the reason the dispatch is so high
is because the volume is down and they need to cut cars. They can't justify using the same number of cars this year that they used last year when the volume is lower. Lower volume mandates fewer cars.
 Now I could understand cutting out cars to get everyone on the street up to the normal 9.1 to 9.3 paid day, but to cut so many cars that we average a 10.5 paid day is nasty. And, they are dispatching every car with 11 hours of work. Then if you are a nine-fiver and need to be off under 9 and a half hours, there is this mad scramble about 5 o'clock to get work off you. The people around you
then have to take stops from you and they go up to 11.5 to 12 hours. It's an ugly situation.
More than half the drivers in my center now are nine-fivers and the list is growing every week. Before long, all of us will be nine-fivers. I pity the last guy who decides he has had enough. And to make matters worse, management is saying now that this is the most efficient dispatching model and that's why they are doing it, not just because the volume is down. That begs the question: "Will they stop
dispatching all of us at 11 hours everyday when the volume comes back?" If it's such a good idea, why abandon it?
Unforunately an 11 hour daily dispatch has some adverse effects on people. Drivers hate it. Even when they are giving away stops at 5 o'clock they complain about how much they hate it. Some drivers are beginning to blame the Union for now being able to stop the madness.
"The company over-dispatches us everyday, why can't the Union stop them?" "What good is the Union?"
My response to this is to ask the driver if he is using the 9.5 language and if he is under 9.5 hours three out of every 5 days. The answer is always yes. The company is scrambling but they are honoring their 9.5 obligations or facing the consequences. The contract language does not dictate how the company will dispatch. It is written for you to be able to reduce your overtime, it's not written to control your dispatch.
The company can still dispatch you with 11 or 12 hours of work everyday, but at the end of the day, you will be under 9.5 hours if you use the language.
Yes, the Union can stop them from working you excessive overtime. Use the language. Get with your Steward.
Check out the NEW Local 455 website
Southern Exposure
Bob Newhouse
Howdy from the South Forty. Spring is in the air! The days are getting longer, and so is the dispatch. It’s like we run down the seniority list for nine-five grievances then start at the top again. The only saving grace these days is the decisions we are getting regarding double time pay when it is clear the company did not abide by Article 12 Section 1.
Many drivers love to just threaten to file, but the only drivers with success at getting their dispatch reduced are the ones that sign their name. Of course you must actually be over dispatched. You can’t be out there screwing the dog and expect to get away with filing over excessive hours. You will come under scrutiny when you file, and you can expect a ride or two. Both to verify your production, and to harass you for filing. Sorry, but that’s the way it is. If you are clean, and can demonstrate your performance, they will have to reduce your paid day. Simple as that.
 Our other major issues have revolved around workplace violence. Again the case is still pending for the fourth month so I cannot go into details, but I will speak generally about the issue. First if you are subject to physical intimidation by anybody in your workplace you must report it immediately. If you do not and it escalates to a confrontation the possibility is good that you will be fired along with the other person. If that other person is a supervisor, you will definitely be fired even if the supervisor is not. The company is clearly not fair and equal when it comes to workplace violence involving their supervisors. They claim to have a policy where both involved parties are terminated, but they simply do not follow it. Again I stress you must report the incident immediately to both you management team, and your Union Steward.
The last issue for this month is the new computer system in the office that monitors your day. The system is really nothing more than a re-vamp of information they always had. Many of you have been presented with a Sparks report showing the disposition of any stop you have completed. They now have this information at their fingertips the moment you complete the stop, (and the board transmits the information). They know how many you’ve completed, and at what time you hit stop complete. The rest of the system shows the GPS location of the stop. They can click on a stop to see when you were there mostly to verify delivery information for a customer. To my knowledge that’s it. Anything else you’ve heard is probably rumor. Do your job as you’ve been trained and you have nothing to fear.
Onward to the vacation schedule.
Talk to you next month.
New Online Forum for UPS Teamsters
Protect Colorado's Future
Protect Colorado’s Future is a group of Coloradans who’ve come together to work on the important issues facing our state like creating good jobs and providing access to affordable health care.
We’re made up of progressive groups and individuals around Colorado, who are working to support good measures and protect Colorado from policies that would set us back.
So far, Protect Colorado’s Future is supporting two ballot initiatives this year.
• A Corporate Fraud initiative to hold corporate executives accountable for committing fraud
• A Just Cause initiative that stops companies from firing employees without giving a reason.
Protect Colorado's Future has also announced its opposition to ballot initiatives that would hurt Colorado, such as Paycheck Deception and the so-called “Right-to-Work” initiative.
We are a non-profit organization focused on the issues that matter to families in our state. Learn more about our issues or read about the news that we've been making.
If you agree that it's time to focus on the real issues facing Colorado, please sign up to become a member or to make a donation.
Ballot Initiatives Explained in Simple Terms
Ritter Wants To Talk Business Out Of Right-To-Work for Less
Gov. Bill Ritter tried to convince business leaders Monday not to put a measure on the November ballot asking voters to make Colorado a "right-to-work" state, saying it could create a hostile business environment.
The measure would prohibit mandatory union membership or mandatory union dues for Colorado workers.
 Ritter said he also wants to meet with labor leaders to convince them not to run five competing initiatives that would require employers to give workers annual cost-of-living increases and provide health insurance.
"We now have what a lot of people have called mutually assured destruction," Ritter said during his monthly interview on KOA-AM radio.
He said if the competing measures on the ballot in November, "it would really be, I think, a very difficult business environment in the state of Colorado."
The governor says he opposes initiatives from both sides because he believes they don't belong in the constitution.
The union measures, filed by the United Food and Commercial Workers Union Local 7, also include proposals would deny tax breaks and incentives to companies that relocate jobs outside Colorado, require businesses to pay more in property taxes and allow injured workers to sue employers outside the workers' compensation system.
The Associated Press
Recession...Now playing everywhere
Know Your Contract
Your contract is divided into 2 parts. The first section is the National Master Agreement and the second part is the Central Region Supplement. Everyone should get a copy of the new agreement reached in 2002 and read through it. Here is an example of what it says.
Article 19...Sec. 3 Central States Supplement
8-Hour Request
A package car driver and full-time inside employee may request , by a twenty-four (24) hour advance written notice, to be relieved from duty after eight (8) hours of work on a particlular day.
The employer shall allow a minimum of ten percent (10%) if the drivers and full-tiime inside employees in a center off each day.
Know Your Rights on 8 Hour Requests
Bob Newhouse
Many of you continue to struggle with the eight-hour request. Under the contract you have the right to request up to three eight-hour days per month. When you have an eight-hour request, the company is obligated by the contract to dispatch you with no more than eight hours worth of work.
If they dispatch you with more than eight hours, you are provided with the ability to bring any left over stops back, sheeted as missed. Your obligation is to inform them that you will in fact not complete your day in eight hours. You must perform at your normal rate of production. They are obligated to deal with the problem be getting the work off of you. If they do not, you can return to the building and miss these pieces without fear of discipline. Very often the use of the eight hour request requires that you grow some snardleys and stand up for your rights.
You must make it clear to management that you will be in and off the clock in eight hours. You must not be afraid to bring the stuff back if they fail to dispatch you correctly. Do not let them use the work as directed argument here. If they do, file immediately the next day.
Protect Yourself from Production Harassment
Management harassment is a fact of life for UPS package car drivers.
Keeping track of your day can give you back up if you’re facing production harassment or accused of stealing time—and it can help back off management too.
The UPS Committee of TDU has produced a Daily Log Book used by many UPS drivers.
“Management is less likely to pick on the drivers who pay attention and keep track of their days,” says Mark Day, a package car steward in Chicago Local 705. “When they know you’re prepared for them, they tend to leave you alone.”
 Shop stewards and other active Teamsters also use the log books to track management as closely as they track us—by keeping tabs on comments and instructions from supervisors.
That can help defend Teamsters from unfair discipline.
“When a supervisor gives you an order that doesn’t fit with standard procedures, write it down and date it,” recommends Ronald Dimsey, a package car steward in New Jersey Local 177.
“In my center, the company tried to come after a driver for a claim on a Driver Release package,” recalls Dan Scott, a package car shop steward in Seattle. “We had several drivers come forward and say that they were told by supervisors to DR in that same area.
“The logbook gives you a snapshot of your day in case management has questions later,” Dimsey said. “In New Jersey, management is starting to crank up the pressure on area trace. When they want to know why you deviated from your route, you’re able to tell them why.”
Click here to get the full story on UPS Log Books and and to order one for yourself and your comrads.
Shop Union @ The Union Shop
Establishing Yourself as the Steward
Bob Newhouse
Very often management thinks they can buffalo you. You must stand up for yourself in straight forward, and in more subtle ways. We have discussed not letting management tell you how to present yourself as a steward.
 You are trained to react in specific ways when they attack. The more subtle ways are to respond by always getting help with over 70’s. Engage them in conversation when they are trying to get you out of the building. File extra grievances even if they seem unnecessary etc. The whole idea is not to harass management back, but to let them know that you can be as big a pain to them as they can be to you.
The incentive is to establish a good working relationship with them. Sometimes they just need to understand the consequences when they don’t play well. Of course you need to be ready to get along as well. If they are treating you OK then reciprocate. If they throw paper at every little infraction do the same. You can always find a sup working, or someone being harassed. You can always find someone working over 9.5 hours, or working before his start time.
It’s simple; behavior gets behavior. If you’ve got a good sup or center manager, take care of them. Don’t abuse them just because you can. As always stick to the contract and take care of yourself as a steward. It does no good when you are your own best customer. Be sure you don’t cost yourself cases because you’re dealing to keep yourself out of trouble. A good steward keeps his own house in order.
Get Involved
Know Your Contract
The recent serious accident involving a driver from the Commerce City building got many people looking at their contract books to see just what they can be fired for without the 3-step disciplinary process being used. The language for discipline is in the Central States Supplement, Article 17.
 To put in layman's terms, the company can't fire or suspend you without a good reason. It's called "just cause". And they can't do it without following the disciplinary process, which means warning letter, suspension, then termination, except for the 9 reasons listed in Art. 17. Those are (a) dishonesty, which is rather vague but seldom used, (b) drunk on the job,or (c) high on drugs. The one that would apply to the recent accident would be (d) "gross negligence, resulting in a serious accident." The next one is (e), giving someone a ride in your package car, (f) is failure to report an accident, (g) is a runaway accident, and (h), is failure to turn in all your money.
The last one is (i) "other serious offenses". This a catch all and the company can fire you for anything they deem a serious enough offense. Most people who are terminated are terminated under Art. 17 Sec (i).
If you are terminated, you must immediately file a grievance through your Union Steward and a hearing must be held on your termination within 10 days. If you do not file a grievance, then the termination stands and you are through. If you are not reinstated at the local hearing, then your case is heard at the next monthly Panel. Back pay is possible with your reinstatement, but not common. Your health insurance will cease at the end of the month after your termination becomes final and you are not reinstated.
There are 2 other important parts to Art. 17. The first involves customer complaints and says that if a complaint is serious enough to warrant discipline, then the company must get the complaint in writing and show it to you and you have the right to have a Steward present. Always have a Steward present. You then have the opportunity to write a response, although I seldom suggest that you do this unless you are terminated and even then, show it to your Business Agent first. Don't put anything in writing if you don't have to.
The last paragraph of Art. 17 lays out your Weingarten Rights. You have the right to have a Steward present at any meeting which you feel may eventually lead to discipline. You must request the Steward and don't be shy about it. I can't tell you how many people have hung themselves and then asked the Steward to try to untie the rope. Get the Steward involved before you tie your own noose.
So in layman's terms, that's Article 17. Warning letters are issued under Art. 17 and the driver that works 25 years at UPS without a warning letter is rare indeed. The company goes through phases where they hand out warning letters like Halloween candy and eventually you are going to get one. Use the tools that being a Union member affords you. Read your contract, know your Weingarten Rights and always get your steward involved immediately if you anticipate discipline under Article 17.
Teamsters Launch Obama Website
Denver Newspaper Anti-Labor
This editorial appeared recently in the Denver Post. Read it and see if you think it qualifies them as an anti-union rag
The four-day Democratic National Convention in August is expected to pump $160 million directly into the regional economy.
The economic shot-in-the-arm, whatever the total actually ends up being, will be a welcome boost. But we're beginning to question whether the short-term benefit is worth the long-term expenses.
Denver, and Colorado, could be left holding the bag for years to come.
Even before the Democrats awarded their national convention to Denver, Mayor John Hickenlooper had to promise a union-run hotel, the city's first. He delivered.
Then, with the memory of picket lines set up by Boston police during the 2004 DNC convention hanging quietly over negotiations, Denver cops received at least a 14 percent salary increase for the next three years. The contract nearly tripled the percentage raise handed out in the previous three-year contract.
And last spring, after Gov. Bill Ritter wisely vetoed a bill making it easier to form labor unions in Colorado, the AFL-CIO threatened to ask national Democrats to find a new city for the convention if the state didn't adopt a pro-labor measure.
Teamster president James Hoffa Jr. confronted Ritter, saying if he and Hickenlooper didn't work out some key issues, the convention could be plagued with protests and picket lines.
"It could blow up," Hoffa told Ritter.
Months later, right on cue, Ritter delivered his Friday afternoon executive order, granting state workers unnecessary collective bargaining rights that will drive up the cost of state government.
Unions have been thriving only in the public sector, and Ritter's order ensured that they will continue to flourish there — at least until there's a new governor to overturn the order.
And now, parking lot workers at Denver International Airport are the latest to hold the city hostage as they negotiate a new contract.
The Service Employees International Union's chapter director for parking employees, Dennis DeMaio, said the union will strike during the DNC if it needs to. The union is concerned about which company may get the contract to manage parking at DIA.
The threat of a strike is enough to perk up most ears on the city council. After all, what would happen if 40 percent of the more than 6,000 delegates who are union members refused to land at DIA while their brethren were striking?
Then we learned that three city councilmen, two with strong union ties, met privately with representatives of the union and one of the companies vying for the parking contract. Not only was the meeting in violation of Colorado's open meetings law, it raised questions about who those councilmen are working for: the union or Denverites?
Hickenlooper has promised that not a penny of taxpayer money would be spent on the convention. Yet it appears taxpayers could pay more indirectly for having the convention here.
As we move forward, our elected leaders need to govern based on what's best for Denver and Colorado, and not just on what may appease labor during a four-day convention.
The convention may well end up being one of the best things to happen to the area in years. We certainly hope it is. But citizens shouldn't have to pay for it forever.
To allow unions which represent just 7 percent of Colorado's private workforce to permanently encumber the state in exchange for a four-day party would indeed be unfair to Colorado citizens.
The Denver Post
Why Wear a Seatbelt
Colorado State Patrol was forced to close Interstate 70 early Tuesday morning after a man was ejected out of the sunroof of his SUV.
Troopers say the 37-year-old man was driving a 1992 Ford Explorer on westbound on I-70 when he lost control and rolled his Explorer at least 1-and-a-half times. He was not wearing his seatbelt at the time and was ejected out of the sunroof of the SUV, according to state patrol.
At around 2:15 a.m. state patrol was notified of the body in the roadway and responded, shutting down the highway at U.S. 40.
Troopers say that at least three other vehicles ran over the body. The second vehicle, a Mitsubishi Montero, rolled and crashed after hitting the body. None of the other drivers stopped, but one driver did call to report rocks on the road.
Authorities have identified the man, but his name was not immediately released, pending notification of his family.
Troopers believe the man may have been driving too fast for conditions, and have ruled out alcohol and drugs as possible factors in the crash.
I-70 has since reopened.9NEWS
What Job Woes Mean to You
The Recession and You
You may think your job is safe. But you still may not be spared the pain resulting from the weak labor market.
The loss of nearly a quarter-million jobs so far this year and a jump in the unemployment rate means the debate over whether there is a recession is pretty much over.
"There is a recession. The question now is how deep and how long," said Lakshman Achuthan, the managing director of the Economic Cycle Research Institute. And he thinks the economy could get worse.
Here's a look at how a deteriorating job market could lead to a worse recession than many are predicting.
Less money in workers' pockets
First of all, a weak labor market could lead to smaller wage increases for workers in all types of industries, as employers get more conservative.
A recent survey by human resources consulting firm Mercer found that 6% of U.S. employers are already trimming their compensation budgets and another 10% are considering cuts.
But the real problem for workers is that slim salary increases may not keep up with inflation, especially with food and energy prices soaring.
From November through February, average hourly wages have fallen compared to a year earlier, when adjusted for inflation, and the modest gain in wages reported for March will likely be wiped out by price gains when the Consumer Price Index is reported later this month.
Inflation pressures could intensify further if the Federal Reserve continues to slash rates in an effort to spur the economy. That's because the Fed's rate cuts have been one factor behind the weak dollar.
A weaker dollar means higher prices for imported goods, especially commodities like oil. The record high for gasoline and the record lows for the dollar are not a coincidence.
Ashraf Laidi, chief foreign exchange strategist for CMC Markets US, said the dollar could lose another 5 percent this year versus both the dollar and the yen as the economy continues to slow. He thinks it will be "difficult for the dollar to make any recovery" if the Fed keeps cutting rates.
Deeper problem for troubled sectors
It now appears the recession started late last year. But the labor market was the one bright spot for much of 2007. Now, a rising unemployment rate has the potential to further dent consumer confidence and put a crimp in spending.
"As long as the unemployment rate was low, people had the sense they could continue to spend and count on improving income," said Bernard Baumohl, executive director of The Economic Outlook Group, a Princeton, N.J. economic research firm. "That has all dramatically changed since the summer of 2007."
An even bigger fear is that the most troubled spots in the economy -- housing, Wall Street and the auto sector -- will suffer even more.
More home price declines
The housing market has already taken a major hit. And the plunge in home values, the worst since the Great Depression, happened even with the labor market being relatively healthy last year.
Normally, home sales and prices don't plunge unless there is weakness in the job market. Well, now there is. So that's another big concern for the already battered real estate market.
Some homeowners who lose their jobs may not be able to afford their mortgage payments because of a loss of income. That could force more people to sell at distressed prices, or have their homes go into foreclosure if they can't find a buyer.
And this could hurt you even if you have a safe job and home that's fully paid off since it may mean that your house will now be worth less than previously.
More shocks to Wall Street
The housing problems triggered a meltdown on Wall Street last year, the aftershocks of which are still being felt. When mortgage defaults and delinquencies on subprime mortgages started to rise, it caused big problems for securities backed by those riskier home loans.
But if more people who had conventional home loans find themselves out of work and have difficulty paying their mortgages, this could affect safer loans backed by government-sponsored mortgage finance firms Fannie Mae (FNM) and Freddie Mac (FRE, Fortune 500).
A rise in defaults in mortgages made to people with good credit, Fannie's and Freddie's bread and butter, would put more strain on their already stretched capital reserves.
In the worst case scenario, they might need their own government-sponsored rescue, said Dean Baker, co-director of the Center for Economic and Policy Research.
"Subprime loans went bad first but a lot of the prime loans will go bad as well," he said. "I would be surprised [Fannie and Freddie] don't need some help before this over."
What's more, Wall Street is awash in securities backed by other types of consumer debt, including car loans and credit card balances. If rising unemployment causes higher delinquencies with those types of loans, then there is a strong possibility of more unpleasant surprises ahead in the credit markets.
"I'll be surprised if we don't see another investment bank get itself into trouble," Baker said.
Auto woes: Not just Detroit any more
The auto industry was battered by high gas prices last year. Sales fell 2.5% in the U.S last year. This year started out even worse, with first quarter sales down 8% compared to a year ago.
And the weak economy is starting to hurt overseas automakers like Toyota Motor (TM), which also saw U.S. sales fall in the first quarter.
Automotive market research firm CNW reports that buyer traffic is sharply lower across the industry. According to the most recent report from CNW, floor traffic at dealerships plunged nearly 30% in the second half of March, the largest drop since the early 1990s.
If more people find themselves out of work, this trend is likely to continue. That could spell trouble for employees of leading Asian automakers, which now make about half the cars and trucks they sell in the U.S. at North American plants.
So far, many of these manufacturers have avoided the temporary shutdowns and closings common at GM (GM, Fortune 500), Ford (F, Fortune 500) and Chrysler. But weak demand could lead to job cuts and reduced hours by the likes of Toyota, Honda and others.
And if that happens, this could be bad news for many companies that depend upon the auto industry, from parts makers to dealerships and even to media companies that depend on advertising from car companies.
Simply put, fewer auto sales could lead to a deeper recession.
CNNMoney.com
Union in Action
10 Things You Should Know About John McCain (but probably don't):
1. John McCain voted against establishing a national holiday in honor of Dr. Martin Luther King, Jr. Now he says his position has "evolved," yet he's continued to oppose key civil rights laws.
2. According to Bloomberg News, McCain is more hawkish than Bush on Iraq, Russia and China. Conservative columnist Pat Buchanan says McCain "will make Cheney look like Gandhi."
3. His reputation is built on his opposition to torture, but McCain voted against a bill to ban waterboarding, and then applauded President Bush for vetoing that ban.
4. McCain opposes a woman's right to choose. He said, "I do not support Roe versus Wade. It should be overturned."
5. The Children's Defense Fund rated McCain as the worst senator in Congress for children. He voted against the children's health care bill last year, then defended Bush's veto of the bill.
6. He's one of the richest people in a Senate filled with millionaires. The Associated Press reports he and his wife own at least eight homes! Yet McCain says the solution to the housing crisis is for people facing foreclosure to get a "second job" and skip their vacations.
7. Many of McCain's fellow Republican senators say he's too reckless to be commander in chief. One Republican senator said: "The thought of his being president sends a cold chill down my spine. He's erratic. He's hotheaded. He loses his temper and he worries me."
8. McCain talks a lot about taking on special interests, but his campaign manager and top advisers are actually lobbyists. The government watchdog group Public Citizen says McCain has 59 lobbyists raising money for his campaign, more than any of the other presidential candidates.
9. McCain has sought closer ties to the extreme religious right in recent years. The pastor McCain calls his "spiritual guide," Rod Parsley, believes America's founding mission is to destroy Islam, which he calls a "false religion." McCain sought the political support of right-wing preacher John Hagee, who believes Hurricane Katrina was God's punishment for gay rights and called the Catholic Church "the Antichrist" and a "false cult."
10. He positions himself as pro-environment, but he scored a 0—yes, zero—from the League of Conservation Voters last year.
Eli Pariser
Why Condi Must Go
Know Your Contract
Your contract is divided into 2 parts. The first section is the National Master Agreement and the second part is the Central Region Supplement. Everyone should get a copy of the agreement reached in 2002 and read through it.
Where to Find Things in the Contract Book
Your Cheat Sheet
UPS/Teamster Contract and Central States Supplement 2002-2008
Topic
Article #
Page#
1. 401k Plan.........................................................29, sec. 3................................70-71
2. 6th&7th day work............................................12, sec. 9.................................184
3. 8-hour request.................................................19, sec. 3.................................197-198
4. 9.5 day.............................................................12, sec. 1.................................181-182
5. Accidents.........................................................18, sec .3.................................46-47
6. Air Drivers.......................................................40, sec. 1&2,4.........................121-128,132
7. Air Drivers wages...........................................40, sec. 6.................................133
8. Air Hub.............................................................40.............................................128-132
9. Breakdown/Road Closure.............................10.............................................177
10. Bumping..........................................................3, sec. 9..................................164
11. Cost of Living COLA.....................................33..............................................72-74
12. Customer complaints....................................17..............................................196
13. Disability payments.......................................14, sec. 7-8..............................187
14. Discharge and suspension...........................17.............................................194-196
15. Doubles/triples pay rate................................19, sec. 8.................................199
16. Early start time...............................................12, sec. 2,6 .............................182-183
17. Employee working off the clock....................17, sec. 3..................................42-43
18. Excessive rides..............................................37, sec. 2.................................114-115
19. Extra work........................................................3, sec. 16................................170
20. Fair Day's Work, Fair Day's Pay..................37.............................................113
21. Feeder driver bid change............................... 3, sec. 13...............................167-168
22. Funeral leave..................................................29, sec. 2..................................69-70
23. Grievance procedure......................................5, sec. 1..................................172-173
...................................... 7.............................................19
24. Harassment.....................................................37, sec. 1-2-3.........................113-115
25. Holidays.........................................................15..............................................187-188
26. Hours of work.................................................12, sec. 1..................................181-182
27. Innocent until proven guilty............................. 7................................................19
28. Jury duty..........................................................29, sec. 1...................................68-69
29. Laid off feeder drivers...................................19, sec. 2...................................197
30. Loss of driver’s license.................................16, sec. 3.1-3.3.........................36-39
.....................................35, sec. 1-2...............................79-80
31. Maternity leave...............................................16, sec. 4...................................39-40
32. Meals and breaks..full time............................18..............................................196-197
33. Mechanics personal tools..............................19, sec. 4.................................198
34. Medical examinations....................................29, sec. 1-4...............................58-60
35. Mileage pay rates...........................................43, sec. 3..................................144
36. New hire orientation.........................................1, sec. 1...................................155-156
37. Option day.......................................................15...............................................188
38. Package car driver..bidding procedure.........3, sec. 8...................................162-163
39. Package car driver..returned to building......19, sec. 6...................................198
40. Package car driver..route change..................3, sec. 9...................................163-164
41. Package car driver..bid coverage jobs..........3, sec. 18................................171
42. Paid for time.....................................................19, sec. 1.................................197
.......................................17..............................................42-43
43. Paid holidays....................................................15, sec. 1-2..............................187-188
44. Part time............................................................22, sec. 1-5..............................61-64
45. Part time breaks...............................................11, sec. 6.................................180
46. Part time employees........................................11, sec. 1-7..............................178-180
47. Part time transfer to full time..............................3, sec. 10...............................164-165
........................................11, sec. 2.................................179
48. Pay periods..........................................................8, sec. 1................................176..
49. Penalty pay........................................................17...............................................42-43
50. Picket line........................................................... 9, sec. 1,3................................27-28
51. Resignation..........................................................2............................................157-158
52. Safety and health rules......................................13, sec. 1-2............................184-185
........................................18.............................................43-58
53. Seniority...............................................................3, sec. 1-7.............................158-162
54. Sleeper teams...................................................43.............................................140-144
55. Stewards.............................................................4...............................................12-14
........................................21..............................................60
.........................................5..............................................172-174
56. Struck goods..................................................... 9, sec. 2....................................27
57. Start time..........................................................12, sec. 4.................................182-183
58. Subcontracting...................................................1.................................................1
........................................26.............................................66-67
........................................32.............................................72
59. Supervisors working..........................................3, sec. 7................................10-11
..........................................1, sec. 2................................157
60. Temporary alternate work (TAW)...................14, sec. 2.................................33-34
61. Tractor trailer school..........................................3, sec. 14..............................168-170
62. Uniforms............................................................42............................................139
......................................... 6............................................175-176
63. Unsafe equipment............................................18, sec. 1................................44-45
64. Vacations..........................................................16.............................................189-194
65. Wages/part time...............................................22, sec. 5................................63-64
66. Wages/full time..................................................41, sec. 2...............................136-137
67. Wages/feeder mileage pay.............................43, sec. 3...............................144
68. Workers comp..................................................14, sec. 1.................................32-33
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May 2008
